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How to Create Non Traditional Employee Engagement

Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.

In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.

FOCUS: on is trying to get people engaged and up to speed more quickly

New Hire Classes as Communities:

IDEAS:

‘All About Me.’ The presentation covers their professional career, their hobbies, their family life, etc. scavenger hunt that involves engaging in various activities with members of the company such as joining a fantasy sports league or participating in a community service event. Two truths and a lie – At Bonobos, the hiring manager sends out an email to the whole company introducing the new employee, with a brief biography, photograph, and trivia game called “Two truths and a lie." These are fun facts about the new employee, but only two of the three are true. To figure out the lie, employees are encouraged to get to know the new employee. The first person to identify the lie correctly gets a $25 store credit. Rackspace provides a five-day orientation, called the “Rookie O” or “Rookie Orientation” program, with icebreakers, trivia games, races, skits, costumes, thumping music, a limbo bar, and more. Survival guide - On the first day, Valve employees are given a 56-page whimsical employee handbook (or “survival guide”) with funny illustrations and a desk with wheels. Then they’re told to find a project to tackle. Appropriately, the handbook preface reads,

1. Quarterly present the most important biz issues and let team come up with improvement ideas and strategies Encourage employees to create programs and then get out of the way (employee led blog, standing desks) Open sharing spaces, wikis, blogs, all hands Show employees the financials and how they are linked to their efforts Create opportunities for employees to have fun, office Olympics, late night creative work with no rules *and food” 6. Communicate and make it exciting – what they will do next Self guided with ground rules and basic instruction (SCVNGR) OR create their own! Blog, SoMe: Employee created, driven and promoted Have your own Tedx, let employees share ideas Do community projects and allow for time off x hours per year

Openness: Discuss Glassdoor review site and taking it serious (YP story of sales compaints)

16.
TRAINING & DEVELOPMENT
What Matters to the Company
• Expect you to stay for the “long haul”
• Do a singular job, grow into something else
over an extended period
• Business goals
What Matters to the Employee
• 60% of GEN Y has switched careers 1x already
• 70% of college grads leave their first jobs after
2 years
• Personal goals
TRAIN them for Intrapreneurship!